Giving employees the ability to work remotely can help save money, build a sense of responsibility, and inspire loyalty because of the flexibility offered by remote work.
For managers accustomed to people punching a timeclock and partaking in daily meetings, however, remote workers can be a frustrating experience. There’s a large measure of trust that’s required to coordinate remote teams. Here are some ways that you can maximise your relationship while making the most of remote software development teams.
Tracking progress is essential to any program. For remote teams, however, benchmarks can help keep teams engaged with the project. Give a broader view with some details to help find the best results for the business.
It’s easy to drop by and ask someone how they’re doing when you’re sharing a floor or building. You need to ensure a level of productivity from your team while also verifying that they’re working toward the correct goals. Time management can be a challenge for remote teams, and they might not have the right tools for the job. By touching base and planning ahead, you can spend less time managing and more time producing.
Having a personal relationship with someone is a great way to build loyalty and trust among remote teams. Use Skype and similar video conferencing software to help put faces with names. Talk about a few things like you would at the water cooler, and don’t be afraid to ask about how life is. That meaningful connection will pay off in loyalty and productivity.
There are a host of conferencing programs that can help you enable your team members to communicate with each other as if there were in the same building. Help them work together to collaborate on problems. Enable them with protected, enterprise sharing solutions like Box to give access without putting your business at risk.
Delegate and Incentivise
The reason you have hired people who happen to work remote is that they are good at what they do. Just because they aren’t in the next cube over doesn’t mean they shouldn’t be handed defined tasks. Divide and conquer based on the particular strengths of each team member.
Develop your Teams
Just because your team is not local doesn’t mean you shouldn’t invest in their development in your organisation. Remote workers aren’t just hired-guns, but valued team members who you want to keep working with you on future projects. As such, provide avenues to growth and development.
Find a Partner (for off-shore remote teams)
There are a good number of trustworthy, experienced partners who can connect you with the right people. Sending money overseas and hoping for a results is only slightly better than lighting it with a match and hoping for software to magically appear. If they’re not offering NDAs and non-competes, move on.
Have you had any luck in working with off-site specialists? What suggestions can you offer? If you’ve worked remotely, what are some ways you’ve made the most of the situation? Sound off in the comments below.
In summation, and in my personal experience, I believe that working remotely works! I can be even more proactive working from home with minimal distractions from the common workplace. But trust is also very important and the quality of work and results need to be there in order to earn the trust. What do you think? I’d love to hear your thoughts. Be sure to share them with me by commenting below.
Social Media & Digital Marketing Consultant